HR Strategy - Professional Learning and Development

TPO HR strategy consulting and training banner.

Let’s Talk Big Picture!

The most successful employers align HR Strategy with organizational strategy, values, mission, goals and future plans. It affects all essential areas of your organization and HR, including reporting relationships, processes, lateral capabilities, and people practices. HR strategy encompasses workforce planning and staffing, performance planning and management, incentives and rewards, learning and development to list a few.

A well-thought-out HR strategy links to the direction and tone of the organization – Employer Best Practices. It defines a culture that inspires and motivates a line of sight for leaders to achieve the best outcomes, including team and individual growth and productivity.

Members Enjoy Reduced Rates!

Assessments

Concerned your organizational HR strategies and operations are not aligned? Turn to us!

Do your positions line up to your organization’s functional needs? Are you attracting the right talent? How well does your performance planning and management system drive the best results? Are your HR policies compliant and consistently followed? Do they connect to what’s important to your culture? Is your business continuity plan resilient in developing successors for your most critical positions?

TPO’s HR Strategy approach is to:

Assess your HR Operation's hiring practices, employee and management relations, reliable HR policy implementation, turnover, cultural reinforcement, workplace ethics, and more.
Map recommended “future state” HR objectives and systems.
Develop and help to administer a plan with clear measures and outcomes.

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Advice

Here are a few of the most common HR Strategy and Operations issues we resolve:

The positions we need are different now that our organization has changed. Can you help us develop an updated staffing plan? Organization chart?
How can I be sure of the proper administration of our HR Operations and policies?
Our HR department is suffering from an image problem which is affecting confidence levels. Can you help us turn this around?
We need to retain our highest skilled employees but need a plan.
People work in silos. How can we increase collaboration and inclusion?
How can we set our new Director up for long-term success?
We need a better way to communicate our expectations of management.
For an employer of our size, is our HR function structured properly.
How can succession planning work for our business?

We can help!

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Tools & Support

TPO offers a variety of scalable strategic and administrative tools and support for improved leadership planning and execution, learning and development, HR efficiency, consistent regulatory compliance, and Employer Best Practices.

Strategic Planning Support

Comprehensive HR Audit
C-Level & Board Retreat Facilitation
Organizational Restructuring & Implementation
Workforce Planning
Change & Transition Planning & Management
Communication Planning

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Professional Development & Support

What do you need from your HR operations and your leaders to execute on your strategy?

Let’s talk!

Whether your internal HR support structure is one person charged with HR administrative duties, or a full HR team, we support your HR outcomes in three critical areas:

Leader Development Support: Do your leaders onboard with a plan to succeed? Do they personify strategic thinking, innovation, and action? Do they embrace a culture of continuous learning in their own development and mentor future leaders and key contributors? Are you tapping into their unrealized potential? Do you have a plan for their succession?

HR Staff Support: HR can be very lonely! Your internal HR support structure may be one person charged with HR administrative duties, or a full-blown HR team. In any event we are trusted, objective and competent colleagues to your HR Staff to ensure your HR strategies are accomplished with excellence.

HR Operations Support: For success, any employers’ HR function must have the foundational structure, capabilities, credibility, responsibility, and authority to perform well. Does Yours? Bringing decades of transactional and strategic HR experience, TPO answers that question for you in spades!

Leader Development Support

Management Competencies
New Leader Assimilation Program
360 Feedback Techniques
Professional Development
Executive Coaching
Internal Mentoring Programs
Succession Planning

HR Staff Support

Trusted/Objective/Competent Colleagues
Vital HR Staff Skill Development
Aid HR Best Practices
Boost Confident Judgment
Reduce HR Risks
Reinforce HR’s Credibility
Secure HR Strategy Alignment

HR Operations Support

HR Structure Assessment
HR Tools and Systems
Policy Administration Protocol/Development
Compliance Accountability

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For More Information!

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WHAT DO OUR MEMBERS AND CLIENTS SAY?

“Thanks to their insight and support, we’ve been able to make informed decisions that have strengthened our operations and empowered our leaders. Michaelle, in particular, has been an incredible asset while being professional, positive, and consistently encouraging. We are truly grateful for her partnership and the care she brings to everything she does.”

Chick-fil-A – TPO Member

Madeline Mason, Talent Officer

*Not Enough Time in the Day? You Are Not Alone!*
Time waits for no one and being efficient with time management is every busy leader’s dream. Beyond calendars and scheduling, this session provides tips on reducing time wasters, running more effective meetings and delegating without guilt.
Top Time Wasters Boss / System / Self-Imposed Time Time Management Matrix & Tools	Using Strategic Delegation to Develop Individuals and Increase Time The Balance Wheel Conducting Effective Meetings

Schedule and Registration 9:00am - 11:00am
Member Rate: $245 per participant* Non-Member Rate: $295 per participant

VirtuaLive Schedule:	June 12, 2024

TPO Member	*Discount Code: Member (case sensitive)

	Register to Attend a Prescheduled Multi-Client Program Purchase 3-Day Video Recording Access Pass Schedule Client Exclusive (In-person and/or on-line) Request More Information

*Giving Your Best and Betting the Most in Return!*
Are you happy with your Performance Management system and practices? Dissatisfied with their “check off the box” approach, many employers are changing their performance management philosophy to a culture of continuous dialogue and feedback. Through planned goal setting and real time employee check-ins, managers are learning it is easier to provide needed real-time resources for improvement and growth yielding reduced conflict and increased employee confidence and motivation. Want to learn more about what others are doing and how you can too? Join us as we cover:
Performance Planning & Review Cycle Setting Clear Goals and/or Performance Expectations Regular Performance Check-ins	Employee Self-Reviews Completing & Delivering the Performance Review Development Planning

*Changes Happen to Us Everyday… Discover How Handling the Change Will Help You Succeed Through the Transition!*
You’ve heard it before… change is inevitable. In the business environment, it is common to see re-organizations, new leaders, mergers and acquisitions, reductions in force, changes to benefits, and much more. With these changes comes loss in your employees’ productivity (and maybe even your own!) as everyone tries to figure out how they will be affected by the change. Will they have jobs and if so, how will they be able to effectively get their jobs done. We will focus on key elements of managing people through transition so that they can focus on the future!
What you Should Expect from Employees Experiencing Change Understand the Difference Between Change and Transition	Discover Ways to Overcome Resistance to Change Learn Helpful Tips for Managing Change

Schedule and Registration 9:00am - 11:00am
Member Rate: $245 per participant* Non-Member Rate: $295 per participant

VirtuaLive Schedule:	September 11, 2024

TPO Member	*Discount Code: Member (case sensitive)

	Register to Attend a Prescheduled Multi-Client Program Purchase 3-Day Video Recording Access Pass Schedule Client Exclusive (In-person and/or on-line) Request More Information

Let’s Talk Big Picture!

Assessments

Advice

Tools & Support

Professional Development & Support

Leader Development Support

HR Staff Support

HR Operations Support

WHAT DO OUR MEMBERS AND CLIENTS SAY?

Administrative and Communications Coordinator

Operations Manager

Director of Investigations

Bilingual/Cultural Consultant

Lead Consultant

Senior Consultant

Senior Consultant/Training Specialist

Principal/Co-Founder

Principal/Co-Founder

Senior Consultant/Training Specialist

*Not Just Another HR Buzz-Phrase!*
Learn the top strategies for Getting Your Key Employees to Stick Around and Deliver Over-the-Top Performance! Here’s the formula: You’ll discover successful techniques from recruiting and interviewing through the development and promotion stages of the employee life cycle.
Achieve Maximum Contributions for the Business Maximize Satisfaction for Employees Align Top Organizational Goals & Values	Tap into Key Emotional, Behavioral, & Cognitive Drivers Plan to enhance the effectiveness of your team

*What’s Really Going on Here?*
How to figure out what’s really going on through competent (UP-FRONT!) fact-finding. Have you ever thought: “If I knew then what I know now…I would have done things differently!” Every day you are faced with new situations that require you to problem solve and make sound decisions – sometimes that is easy, often it is not. So how do you, analyze the situation and arrive at the best outcome? Learn proven tips and techniques to practice and use right away when faced with both routine and complex problems.
How to “BUY SOME TIME”! What’s the best approach and when? Analyzing the issue.	Who else should be involved (and who shouldn’t)? When is it “fact finding” and when is it an “investigation”? Why does that matter?

Is it ME?
Often “difficult” people are those individuals who have a style of communicating that is different than our own. This two-hour program discusses the how “difficult” people impact the work environment and looks a bit more closely at the reasons such people are perceived as “difficult” as well as discussions and practical tips on how to change the “difficult” situation to one that is more productive and rewarding.
Communication and Motivation at Work Different Communication Styles Model & Types of Communication Roadblocks to Communication	Active Listening The Most Common Reasons Employees are “Difficult” and What You Can Do About It Putting it Into Practice

*Where the Rubber Meets the Road!*
Your job as a leader is to set people up for success. When things go off course, leaders take action. Are you unsure about how to coach your employees to tap into their greatest potential? Do you find yourself coaxing with little to show for it rather than motivating and engaging your team? Let’s face it, substandard performance impacts everyone and misaligned behavior is even worse. Attending this session will inspire you to develop your employees while addressing performance challenges with increased skill and confidence. Drawing on decades of experience, TPO delivers straight-forward ready to implement performance management knowhow.
How to Set People Up for Success Giving & Receiving Feedback to Drive Accountability Coaching, Correction or Both?	Sidestepping Legal Landmines How & When to Initiate Performance Improvement Planning When and How to Say Goodbye